INTERVIEWING: DOS AND DON’TS

Fell asleep, woke up & apologized because he had been out al l night. Showed up for the final interview on the wrong day – twice! Wore a baseball cap because he was having “a bad hair day.” Removed her shoes, pul led out debris, and handed it to the recruiter. Brought his mother to the interview. Used his tablet to check stocks and e-mail fr iends during the interview. Tried to bribe the recruiter with basketball t ickets.

TALES FROM THE INTERVIEW ROOM

Common Types of Interviews: Preliminary or Screening Interview Follow Up Interview or Second/Third Interview Behavioral Interview Telephone Interview Panel Interview

Additional Types of Interviews: Group Interview Conversational Interview Advertising Interview Skype

TYPES OF INTERVIEWS

Be prepared! Know yourself. Know the employer/industry.

Before the interview: Confirm interview time, place & with whom (map route). Bring resume & other relevant materials. Be well groomed, dress neatly and appropriately. Arrive early.

GENERAL RULES FOR INTERVIEWING

During the Interview: Be confident and enthusiastic. Treat interviewer as an equal and not a superior. Relax – an interview is a conversation. Listen – follow the lead of the interviewer. Ask intelligent questions. Clarify follow-up procedures.

After the Interview: Send a thank you letter (within 24 hours is best). Keep records.

GENERAL RULES FOR INTERVIEWING

First Impressions Hiring managers typically make decision in 10 minutes of the

interview (even though average interview is 1 hour) - Robert Half

Career Planning Component Personal Qualifications and Background Organization and Position Candidate Questions (Questions for employers) Close/Follow-Up Questions Send Thank-you Letter

THE INTERVIEW PROCESS

Nonverbal cues are 50% of the interview:

Non-verbal behavior observed by the employer often reflects level of confidence, interest, and ability of the person.

Non-verbal behavior can be viewed as being both positive and negative. Examples of positive non-verbal behavior include: Leaning forward,

sitting with hands, feet, and arms unfolded, smiling appropriately, firm handshake, good eye contact.

Examples of negative non-verbal behavior include: Inappropriate facial expression or lack of expression, a weak and ineffectual handshake, lack of eye contact, squirming in the seat or sitting on the edge of the chair, frowning.

THE IMPORTANCE OF NON-VERBAL BEHAVIOR

Tell me about yourself. Reveals what is important to you and how you view yourself. Try to include qualifications for the position. Don’t ramble… know how to end your response (1-2 minutes).

What is your weakness? Everybody has a weakness. Pick a weakness not directly related to any key responsibilities. Turn response into a positive…working to improve weakness. Answer is short and to the point.

A SAMPLING OF INTERVIEW QUESTIONS

What are your strengths? How do you work under pressure? What 2 or 3 things are most important to you in your job? Back up your responses with examples. Tailor your responses as much as possible to the position.

Why should I hire you? Summarize response effectively…pull together major strengths –

SELL YOURSELF! Tailor response to position and company – why should this particular

company be interested in you? Know how to end response. Don’t ramble. Promote and celebrate your diverse experiences. Do not hide the fact

that you are international.

A SAMPLING OF INTERVIEW QUESTIONS

What is your favorite challenging question to ask candidates? What is the toughest personal challenge you have had to

overcome? What makes you dif ferent from everybody else? What’s the most valuable lesson you’ve learned so far? What’s the biggest mistake you ever made and what did it

cost? Who is your personal hero? What else would you like for me to know about you?

KENT STATE UNIVERSITY CAREER EXPLORATION AND DEVELOPMENT

EMPLOYER SURVEY

“Tell me a situation when you had to…”

Past behavior is the best predictor of future behavior. Develop and rehearse your responses. “Tell a story” explaining the problem, your approach and the

results. Use the STAR approach: S: Situation, T: Task, A: Action, R: Result. Incorporate skills and personal attributes into responses.

BEHAVIOR BASED QUESTIONS

“Give me an example of a time when you used good judgment and logic in solving a problem.”

“Tell me about a time when you failed and what happened.” “By examples, convince me that you can adapt to a wide

variety of people, situations, and environments.” “Tell me about a time when you had to work with a client that

you didn’t l ike and what happened.” Be prepared for questions asking for more detail than you’ve already

given. Evaluate your background to identify your skills/experience related to

the job. Identify 3-5 top selling points – attributes that set you apart – and be

sure you point them out during the interview.

BEHAVIOR BASED QUESTIONS EXAMPLES

Age Arrest record (an arrest is not a conviction of gui lt ) Children/Pregnancy (or future chi ld-bearing plans) Citizenship/Home Country They ARE allowed to ask if you require sponsorship

Religion Medical history, i l lnesses, diseases, physical , mental impairment -Americans with Disabi l i ty Act Marital status and spouse’s job Race, Color, National Origin

INAPPROPRIATE QUESTIONS

Pre-employment questions should focus on functions of the positionPre-employment inquiries about the following are generally not acceptable:

You are interviewing the organization just as much as they are interviewing you! Always have questions to ask the employer.

QUESTIONS TO ASK THE INTERVIEWER

How did this position become available?

How is the orientation and training structured/How much training?

What are some of the biggest challenges the organization faces?

What are you looking for in a candidate?

What do you l ike about working here?

What is the next step in the selection process?

QUESTIONS TO ASK THE INTERVIEWERTHAT DEMONSTRATE ENGAGEMENT

Martin Yates, Knock Em Dead

Dark sui ts , proper ly f i t ted

Dark dress shoes, pol ished

Dark dress socks

Conservat ive neck t ie

Dress watch

No earr ings or other jewelr y

Well -groomed facial hai r

No long hai r or s ide burns

Nai ls – tr im and c lean

Skir t length no more than one inch above the knee

Pol ished matching dress shoes w/ moderate heel (no open toe)

Neutra l colored hose

Hair past shoulder length pul led away from face

Minimal , conservat ive jewelr y

Natural looking make-up

INTERVIEW APPAREL

IRRESPECTIVE OF GENDER

No visible tattoos No heavy cologne/perfume No visible body piercing No purple, green, orange, etc. colored hair Fresh breath Freshly bathed/showered (use deodorant) Freshly pressed clothing

INTERVIEW APPAREL

AND IF ALL ELSE FAILS… STRIKE A POSE

Harry Dahlstrom, The Job Hunting Handbook

QUESTIONS?

Career Exploration and Development261 Schwartz Center (Above Admissions)Phone: 330-672-2360Email: career@kent.eduWebsite: www.kent.edu/careerAppointments: Through KSU AdvisingDrop-in hours: Across campus. Locations found on CED homepage.